Pre-employment checks help employers verify candidate information, meet relevant requirements and make informed hiring decisions. But with different roles, responsibilities and industry standards to consider, it can be difficult to know which checks your organisation needs.
Employers must check a new employee’s right to work in the UK before employment begins. Other checks depend on the role and may include identity verification, employment references, qualifications and an appropriate criminal record check.
The aim is to establish a screening process that is relevant, proportionate and straightforward to manage. This guide explains which pre-employment checks to consider, how requirements differ between roles and how to reduce avoidable delays before a new starter joins your organisation.
What are pre-employment checks?
Pre-employment checks, also known as pre-employment screening or employment background checks, help organisations verify relevant information about candidates during recruitment.
They can help establish whether someone is who they claim to be, has permission to undertake the work and holds the experience or qualifications required for the position.
Some checks are legal requirements. Others address particular responsibilities or identified risks. There is no single set of checks that every employer should run on every candidate.
Which pre-employment checks does your organisation need?
Use the table below to identify the checks relevant to your roles.
| Check | What it helps establish | When to consider it |
|---|---|---|
| Right to Work | Whether the candidate is permitted to undertake the work in the UK | Before employment begins, using the appropriate checking route |
| Identity verification | Whether the candidate is who they claim to be | To support accurate screening and applicable identity requirements |
| Employment history and references | Whether relevant employment details and experience can be verified | According to the role, sector requirements and screening policy |
| Qualifications and professional registration | Whether essential credentials are valid | Where a qualification or registration is required for the role |
| Criminal record checks (DBS) | Relevant criminal record information at the permitted disclosure level | Where required or justified, with eligibility established first |
| Driving licence checks | Whether the candidate holds the appropriate licence entitlement | Where driving forms part of the job |
| Financial or credit checks | Financial information relevant to particular responsibilities | Where necessary and proportionate to an identified risk |
| Overseas checks | Relevant information from countries where the candidate has lived or worked | Where needed to meet the role’s screening requirements |
Use this as a starting point for selecting pre-employment checks, rather than a list to apply automatically to every applicant. Based on your industry, the regulatory body will usually publish screening guidance.
For example, in compliance-driven security environments the NPSA’s employment screening guidance provides further information on selecting and conducting checks.
If you would like a custom review of your screening processes or personalised guidance, book a demo with the screening team.
Right to Work checks
A Right to Work check establishes whether someone is legally permitted to undertake the proposed work in the UK.
Employers should apply their checking process consistently, without making assumptions based on a candidate’s name, appearance or perceived nationality.
The appropriate route depends on the individual’s circumstances. It may involve the Home Office online service, an eligible digital verification service or a manual document check.
Complete the check before employment begins and retain the required evidence. Follow-up checks may also be needed where permission to work is time-limited.
Using screening software or external support does not transfer the employer’s responsibility for completing the check correctly. Refer to the current Home Office employer guidance.
Identity verification
Identity verification helps establish that the person applying for the role is the person represented by the information and documents supplied.
Your process should address two questions:
- Does the identity evidence belong to the candidate?
- Is that evidence valid and suitable for the check being completed?
Resolving discrepancies early helps avoid carrying incorrect information into subsequent checks.
Digital verification can support this process where appropriate, but identity verification alone does not establish someone’s right to work. Follow the specific requirements of each check.
Employment history and references
Employment history checks help verify the experience a candidate has described in their CV or application.
A clear process should consider:
- Whether the previous employer is genuine.
- Whether the referee is an appropriate, verifiable contact.
- Whether employment dates and positions match the candidate’s account.
- Whether gaps or inconsistencies need clarification.
Where practical, verify referee contact details through a reliable source rather than relying solely on information supplied by the candidate.
An employment gap is not automatically a concern. Give candidates an opportunity to explain gaps or discrepancies and assess their response fairly.
The period of employment history you need to review depends on the role and any applicable screening standard. Avoid applying a fixed three- or five-year requirement to every position without establishing why it is needed.
Qualifications and professional registration
Where a role requires particular qualifications or professional registration, confirm that the candidate holds the relevant credentials.
Consider how your team will verify the awarding institution, qualification and, where applicable, current registration status. A document supplied by a candidate may need confirmation from the issuing organisation or professional register.
Keep a clear record of what was checked, the source used and any follow-up required.
DBS and pre-employment checks
A DBS check provides criminal record information at the appropriate disclosure level. It is one part of a wider screening process and does not replace references, identity verification or Right to Work checks.
Basic, Standard and Enhanced DBS checks provide different levels of disclosure. Standard and Enhanced checks are restricted to eligible roles, with additional requirements for barred list checks.
Select the appropriate level according to the duties involved and the applicable eligibility rules. A management title or access to confidential information does not, by itself, establish eligibility for an Enhanced check.
Different criminal record checking arrangements apply in Scotland and Northern Ireland. Use the DBS employer guidance to establish the appropriate DBS route.
How to choose checks based on the role
Job responsibilities are a better starting point than seniority alone. Two employees with the same job title may need different screening because their duties, access or working environments differ.
For enterprises looking to standardise pre-employment checks across multiple finance, education, or security teams, the best-fit screening provider should support consistent processes while allowing checks to vary by role. Look for configurable workflows, central visibility of progress, and consistent reporting.
EBC Global Pro supports these requirements through workflows configured by role or department, candidate tracking, and downloadable vetting reports. This helps HR, compliance, and finance hiring teams follow an agreed process and identify outstanding actions.
Book a demo to discuss screening across your finance teams, or start a free 12-day screening software trial.
General office and entry-level roles
Start with Right to Work and the identity requirements supporting your checks. Consider references and qualifications relevant to the position.
Assess any additional screening against the actual responsibilities. Neither a junior title nor an office setting automatically determines whether a criminal record or financial check is appropriate.
Roles involving financial responsibility or sensitive access
For employees who authorise payments, manage client funds, or access sensitive financial systems, consider checks that address the specific responsibilities of the role. These may include employment history, qualifications, professional registration, and a justified adverse financial check.
EBC Global’s employment credit check can identify information such as County Court Judgments (CCJs), bankruptcies, and insolvency records. It does not disclose the candidate’s credit score or credit account information. Read our guide to credit checks for details.
Credit checks should not be applied automatically to everyone working in finance. Establish why the information is necessary, inform the candidate, and assess relevant findings in context.
Access to money or sensitive information also does not automatically make a role eligible for a Standard or Enhanced DBS check.
Roles involving children or adults at risk
Establish whether the duties qualify for an Enhanced DBS check and whether the role involves regulated activity, making it eligible for the relevant Children’s or Adults’ Barred List check.
For work with children, consider the activities, setting, and frequency of contact. Teaching, training, and caring for children can fall within regulated activity when the relevant conditions are met. Since September 2026, supervision alone no longer excludes activities covered by the former supervision exemption. Refer to the current DBS guidance for work with children.
For work with adults, eligibility depends on the activity provided. For example, helping an adult wash or dress because of their age, illness, or disability can constitute regulated activity, even if provided only once. See the DBS guidance for work with adults.
Working near children or adults at risk does not automatically justify a barred list check. Assess the actual duties and confirm eligibility before requesting the appropriate disclosure.
Roles involving driving
Check driving licence information where an employee will drive on your organisation’s behalf, including when using their own vehicle for work-related journeys.
A DVLA licence check helps verify:
- Licence validity and expiry dates.
- Vehicle categories the person is entitled to drive.
- Recorded endorsements, penalty points, and disqualifications.
Obtain the driver’s permission before accessing their record. A photocopy of their licence alone will not show their current penalty points or disqualification status. The DVLA checking service provides access to this information.
Review the findings against the driving duties and your insurer’s requirements. Set an appropriate rechecking schedule based on driving risk, licence expiry dates, and any relevant changes.
EBC Global supports licence checks and scheduled rechecks, helping teams manage ongoing monitoring. Read our DVLA checks guide for employers for more information.
Senior and management roles
Senior appointments may warrant closer verification of professional experience, qualifications and relevant responsibilities.
The scope should still be justified. Seniority does not automatically require every available check or a higher level of DBS disclosure.
For intrusive enquiries, including credit or social media checks, follow the ICO’s guidance on pre-employment vetting.
How industry requirements affect your checks
Sector requirements can shape both the checks you select and the evidence you need to retain.
Education
Build the process around the duties of the role and applicable safeguarding requirements. Relevant checks may include identity, Right to Work, references, qualifications and the appropriate criminal record check.
A clear candidate journey helps applicants understand what to provide and allows your team to identify outstanding actions. Explore EBC’s screening solutions for education.
Care
Assess the role’s activities and applicable recruitment requirements before selecting checks. References, employment history, credentials and appropriate criminal record screening can each contribute to the decision.
Give your team time to review findings and resolve outstanding questions before confirming that screening requirements have been met. Learn more about screening for care organisations.
Facilities management
Facilities management pre-employment check requirements can vary between assignments and client sites. Consider driving duties, access permissions and work in environments such as schools or care settings.
Define screening requirements for each assignment rather than assuming every facilities management role needs the same checks. Explore EBC’s facilities management screening support.
Roles subject to a specific screening standard
Some roles or contracts require a defined standard, such as BPSS. Establish the applicable requirements before assuming your usual recruitment checks are sufficient.
Read our BPSS pre-employment checks guidance for an introduction.
How to reduce delays between a job offer and a start date
Choosing appropriate checks is only part of the process. Missing information, unanswered references and unclear ownership can create avoidable delays.
Agree the requirements before inviting the candidate
Define the checks and evidence needed for each role. This reduces the likelihood of discovering additional requirements late in the process.
Give candidates clear instructions
Explain what they need to provide, how to submit it and who to contact for help. Review submissions promptly so missing information can be addressed early.
Verify information before submitting checks
Check names, dates and other required details for completeness and consistency. Resolve discrepancies before they create further work.
Track outstanding actions
Make it clear which forms, references and results are outstanding. Assign responsibility for follow-ups so tasks do not get lost between recruitment, HR and compliance teams.
Review results and record the outcome
Receiving a result does not complete the hiring decision. Allow time to assess findings, clarify relevant discrepancies and record the outcome.
For a practical resource to support your process, see our pre-employment checklist.
Want to manage your screening tasks in one place? Explore EBC Global with a free 12-day screening software trial.
Manage pre-employment checks with EBC Global
EBC Global Pro brings candidate information, screening tasks and results into one platform, helping employers and recruitment agencies reduce manual administration.
Depending on your package and configuration, your team can use:
- Customised candidate forms and screening workflows.
- Candidate information pre-filled into relevant check sections.
- Automated reference and form chasing.
- Individual check and task tracking.
- Results and certificates stored in the candidate file.
- Downloadable final vetting reports.
EBC Global is a DBS Responsible Organisation and Registered Body, supporting direct submission through the appropriate DBS routes and reducing reliance on additional processing intermediaries.
Your team retains responsibility for reviewing results and making hiring decisions. The platform helps organise the information and actions supporting that process.
Start your free 12-day screening software trial
Explore how EBC Global can support your recruitment process with a free 12-day trial.
Visit our packages page, choose an option and submit your details. You’ll be invited to a short onboarding call to help you get set up and understand the pre-employment checks and features.
Our team will explain screening credits and any applicable check charges before you begin.
Managing higher volumes or more complex workflows? Book a demo to discuss your pre-employment checks, requirements, and pricing with our team.
Frequently asked questions
Book a demo with our team to discuss your required checks, screening volumes, and workflow needs.
We’ll explain suitable packages, what is included and any available volume discounts, so you can assess the right option for your organisation.
EBC Global Pro supports configurable workflows for different screening needs, helping teams manage roles with different requirements while retaining visibility of progress.
Book a demo to discuss the roles you recruit for and see how the platform could support your organisation.
Software can help your team identify outstanding actions, follow up promptly and reduce repeated administration. It cannot prevent every delayed start or candidate withdrawal.
EBC Global combines candidate workflows, reference chasing and check tracking. Start a free 12-day trial to explore how these features could support your recruitment process.
There is no single completion time. It depends on the checks involved, the information supplied and responses from candidates, referees and external organisations.
Clear instructions and prompt follow-up can reduce avoidable delays. Software can help your team track progress, but it cannot guarantee when external checks will finish.
A DBS check only addresses criminal record information at the relevant disclosure level. It does not establish someone’s right to work or verify their employment history and qualifications.
Consider the full requirements of the role before deciding which checks are needed.
No. Employers must check a new employee’s right to work in the UK before employment begins. Other requirements depend on the role and sector, while additional screening should be necessary and proportionate.
Distinguish between checks you must carry out and those selected to address specific responsibilities or risks.
